For those of you who have been on your own for some time, I do not have to convince you about the fact that your Energy levels may be much higher when you are on your own as compared to the time when you worked in a Job. This is not to blame the job or Boss or anyone else. This is just a fact. 

 One can realise the highest level of Energy if you are not just chasing higher money and you are chasing your dream in terms of the higher achievement in your life / Career. When you are on your own, there is no difference between your life and your career. 

I have been on my own for the past 6 years and more. I could clarify to myself that the higher goal for my life is to ‘Help others to grow’. I need to earn money to take care of basics for life. But, my philosophy is to ‘Help others to grow’. So, I am not looking for money in everything. I am able to enjoy my work more when I free myself from this necessity to ‘look for money in everything’. If you are progressing towards your higher goal, then your lower goals would be met. Have no doubt! 

What are the Energy Blockers in Job?

There are certain Energy Blockers when you are in Job. These Energy Blockers may not be there in equal proportions in all companies. There may be some companies who may be able to enable the energies of the Stake holders to flow freely and achieve higher goals. These companies typically have their Mission also in the higher terms. For example, the  Mission of Mitsubishi is to ‘Move the World Forward’ with its’ prime movers Engines / Motors and so on. The mission of Toyota is to ‘Further the Mobility on the Planet’. 

 Tata Steel’s tag line is ‘We also make tomorrow’ highlighting their intention to contribute to the tomorrow of everyone. I remember a few years back Tata Steel used to talk about ‘We also make Steel’ to highlight the fact that they are ready to contribute to much more than just Steel. 

These companies do not look at furthering their own agenda and ignore the people involved. If the companies are guided only by the Annual / Quarterly results, then these companies will not be good places to work. The companies that I spoke about earlier do take care of the Annual / Quarterly results by not being obsessed by it.

Let us look at couple of Energy Blockersthat may be there in a Job:

01.   You may not be doing the work that you like: A higher percentage of today’s youngsters are trying to do what they like and are trying not to get in to whatever is available. But, still majority of the Job seekers at all ages are just getting in to whatever is available. So, you may not be doing what you really like. But, you need to reflect whether you know ‘What you really like’. My observation is that many of us need to ‘unearth’ our Passion. It may not be very apparent. Whatever you may think is your ‘Passion’ may not live long. Try ‘unearthing’ what your Passion is..You need to really reflect to do this.

02.  Your Organization and you may not be aligning: You may think you like what you are doing. Infact, some people may think they are ‘really enjoying’ what they are doing. One agenda is to ‘unearth’ what your real passion is. But, your Energy may not be flowing fully as it is very difficult for everything in your organization to align with your thinking. You may not agree on the Ends or Means to achieve the Ends.There can be several reasons for the non-alignment. 

What are the Perks of being on your own?

01.  You can create your story: When you are on your own, you can be the creator of your Story. You can plan your Career / Business and ensure progress on it. This is the most obvious perk that you can have. 

02.  You can build up your Story as you like: While you may start with what you like, you can develop it and make it flower the way you want. You may build several steps towards your Life / Career Mission. 

03.  You can do what you always wanted to do in addition to your Business: For example, If you always wanted to contribute to a Social cause in addition to your work, now you have a wonderful chance to just do that. 

01.   You can be in touch with your ‘Real You’: When you are an Entrepreneur, the need to be in harmony with the world around you will ensure that you keep your ego aside and deal with everyone around you. This is a huge opportunity for you to be in touch with your ‘Real You’. Of course once you are successful, you may go back to your ‘old being’. But, you have the opportunity to choose the ‘Real you’. 

02.   You may earn much more than what you would earn in a job: You normally start off with this goal. But, you may have to wait for some time before you can achieve this. You may earn much more than what you would earn in a job over a period of time.

03.  You may create something that is lasting: Every Entrepreneur has this chance to create something that is lasting beyond himself. You have a chance to create a great value for the Society. 

There are so many benefits that if you use this opportunity well, you can learn much more in life than what you would do if you work in a Job!

Critical factor: If you are on your own, I feel the most important thing is to have higher Goal and really enjoy what you are doing. All other Commercial Goals will be achieved if you are progressing towards this higher Goal. All the Very Best !! 

In the last few years, we can see a very good Start up culture across the Country. We can see Youngsters and Older people alike getting in to some Business or the other. Industries across India are in a ‘Correction mode’ where they have stopped recruiting as they used to and are in the phase of improving People Productivity. So, the Jobs are not available in plenty. This is also pushing some people to go on their own.

I consider this as a highly positive development. People of India have the choice of going on their own. Many Professions are gaining the respectability that they deserve. Some years back, selling food on the Road side may not have been preferred by Educated youngsters. But, now the Food Trucks are well respected and you can see well educated youngsters getting in to it. This is how a Society develops. More Capable people enter in to every area and generally there will be an upliftment of the work concerned with Customers getting better Quality for lesser price. 

You can see this happening in Politics too. More Educated people are getting in to Politics. You can see some good examples like Nandan Nilekani who are prepared to throw their hat in to serve in a field. I am sure this will lift the arena of Politics and Politicians. We need more to happen in this area.

Job or Business ?

I notice that there are atleast Four types of People around us.

01.  Early adapters: These people may be second Generation in a Business Family or they may be first generation Businessmen / Women who chose to go on their own immediately after Education. I personally like this category very much as I feel they have chosen their Mission early on. 

02.  Planned adapters: I see a lot of people coming in to Business this way. They earn some money and experience before they make up their mind to do what they want to. 

03.  Better Late than never adapters: These are the Professionals who would have put in 15-25 years in the Industry and then decided to leverage their long experience to do something on their own. 

04.  Second Innings: These are perhaps people who start doing something after gaining lot of experience and saving some money.

I belong to the third category above. I personally feel there is nothing wrong with any of the above categories. We are all what we are ! Each of us have our own Priorities and Compulsions in our lives. 

Why do we want to go on our own ?

It is perfectly okay to Work in a Job or Be on your own. We need to understand what drives us as individuals. 

Job types

Some of us are quite happy working in a 9 – 5 Job. We get adjusted to the demands of the Job. We find our peace in it. We build our lives around the Companies that we are working for. Some of us may not be working in a single company. We may shift our jobs. But, we are quite fine with working in a job. We build our homes, educate our children and we keep progressing in our lives. This is perfect as long as you enjoy what you are doing. 

Own Types

There are some of us who are not happy doing the 9-5 job. You always have this burning desire to do something more and something what you always wanted to. This person also has the same needs as the person discussed in the previous para. But, this person is motivated by something more. Initially, this person may not have his Goal clearly spelt out. This person may be unhappy many times at the job. There may be nothing wrong with the job. But, what is causing the struggle in his/her mind is his/her own ‘nature’. He wants to do something on his own and Create something in a different manner. 

Put your finger on it..

I request those ‘Own Types’ to recognize this desire in them. It requires some amount of reflection and soul searching to find this. There is no point in blaming the job you are in or your colleagues and your Boss. What is causing the discomfort is ‘your own nature’. Recognize this and take steps to fulfill this in a nice manner. For all you know, you may be able to do something for the Company that you have been working for. 

What to look out for?

Having been on my own for the past 6 years, I have gone through the metamorphosis of being in ‘Senior Positions’ to being ‘on my own’. I would like to share my experiences on being on my own and what you can look out for:

01.  Leave your ‘I am Boss’ feeling in your last job: When you work in a fairly Senior Position in your Company, you would have gotten used to being pampered by your team. You get a lot of respect whether you deserve it or not. That comes with the Position you were working for. When you come on your own, you have to EARN this with every single person that you meet. Your ‘Past’ can get you somewhere. But, not everywhere. So, clearly ‘What got you here, won’t get you there’ !

02.  Learn to do small things on your own: When you work in a Company, you would have gotten used to getting things done by your Team. There would be a Battery of people to do several small things like booking an air ticket, booking a taxi, preparing a presentation and so on. When you come on your own, you need to learn to do these things very quickly. 

03.  That ‘Secure’ feeling: When you are in a Job, without you realizing it you feel very secure in several situations. You know the Company would take care if you fall sick or if any of your family members fall sick. You may have a Mediclaim when you get on your own. But, still the ‘Secure’ feeling will be missing. You would have been getting the support of the Company in several areas without you realizing it. Like a quick word from the MD for admission of your Kid in to a good school / college or the help of your Colleague to get appointment in a Busy hospital and so on. These are all small things. But, your family would have gotten used to all these. Now, you will not have this ‘warm blanket’ around you when you get on to your own. 

04.  Have you really ‘been there and done that’: Many of us may not realise that the Big wins that we had in our career would have been contributed largely by the team that was working with us. You would have been a good aggregator working at the top end ! If you did not get in to the Shop floor and implemented the practices yourself, then suddenly you may find that you cannot really help a client or yourself when you get in to the Shop floor to repeat it when you are on your own!! This is a serious problem. You have to measure yourself on this scale even before quitting your job ! 

05.  Can you Slow down and empathize with others: When you are trying to help others as a Consultant or trying to get something done with your team in your own Venture, you have to be able to Slow down and get down to the speed of others. You should be able to measure progress on their scale and not on your scale. This ability decides how far you can help your own team or your clients. 

06.  Can you Cross Pollinate: You would have experience in certain industries and certain situations. You would not have covered the whole gambit. If you have selected to do something in a field you have been working all your life, then you are relatively safe. But, if you have to get in to other Industries and help them, then your ability to transfer your learnings in to another set up and make them work is very important. For example, Can you bring your learnings from dealing with a Dealer network in Capital Equipment industry, modify them  to dealing with Dealer Network in an FMCG environment? 

07.  Do you like Bungy Jumping: When you leave your job and go on your own, you may not know whether you would be successful. You may not know whether you can be successful consistently. If you are consulting like I have been doing, you would not be sure of ‘Good billing’ every month consistently. If you have set up a Restaurant, you would not know when you would get pushed off the perch by a competitor across the road. So, there is more adrenalin involved in being on your own. You will get used to it over a period of time and you may start enjoying it. I equate it to Bungy Jumping. Only difference is you do not know whether the rope is tied properly or not!! 

08.  Can you really build a team: Those of us who worked for a longer time in a job have to be aware of one more basic skill that we need. We need to attract a team and retain them for a reasonable period. When you were in job, you would have done it day in and day out. But, at that time the BIG COMPANY was behind you. Now, you are the BIG COMPANY. You need to change yourself to succeed here. You can’t be saying ‘IF this guy leaves, HR will get one more’ !! You are the HR !! 

These are some of the ‘Look outs’ for those of you wanting to get on to your own. I will share more on the perks of being on your own in next article. 

Critical: If you are continuously being unhappy at job, recognize that it is not about your Job/Boss/Colleagues. It is about you wanting to do something more!! Respect that feeling. Analyze it. See if you are ready to take that plunge! Otherwise, it may explode in your face sometime!! 

I can help you if you need help. What are friends for?? JJ

I have seen many Leaders who thrive only on their Authority and not really display Leadership Qualities. These Leaders typically want to be the author of every success around them. Somehow they would feel insecure when someone from their team comes up with a suggestion that is not thought out by themselves. 

The characteristics of these Leaders are:

-      They have a misconception that as Leaders they have to bear the responsibility for every success of their team and only they have to do it. 

-      These Leaders feel they are losing out when their team members are actually stepping up and starting to flower. 

-      As they feel they have to come up with the Best ideas, they do not think any idea of their team member is a good one. 

-      They try to look for ways to appropriate the credit for the good work of their team members as they feel as Leaders, only they should be coming up with all great ideas. 

-      They would like to get rid of all those who are not ‘falling in line’ with their thinking as they feel these team members are disturbing the ‘team work’. 

-      These Leaders typically complain that their Team members are not stepping up and they are passing on everything to the Leader..

The effects of this type of Leadership are:

-      Team members will be endorsing every idea of the Leader.

-      Those Team members who feel uncomfortable will leave the team. 

-      The progress of this company gets limited by its’ y leader. Over a period of time, only those who are better than the Leader, leave the Company. Even those who stay ‘learn’ how to not mess with the Leader.

A good proportion of the Leaders that I see fall in to this category. This is generally a ‘Disabling Leadership’. There are very few leaders who can scale up / scale down their own Leadership based on the situation on the ground.

I heard one definition of Leadership from my ex- Boss which stuck to my mind. ‘A Leader should be  like a missing piece in a puzzle. Any piece can be missing at a given point of time. A Leader has to constantly modify himself to become that missing piece of puzzle’. So that the team always succeeds.

A Leader needs guts to adapt this Leadership Style. 

This Leadership Style is defined by the following:

01.  Longer Term Objectives: This Leader is not worried about the short-term results and he is always looking to achieve the longer-term objective. This Leader is not worried about his own contribution. He wants whatever is required to achieve the longer- term objectives to be done. He looks at himself as an enabler of these actions and not necessarily as a person who has to do everything. This is a higher point of view.

02.  Tolerance to Diversity: This Leader is tolerant to diverse opinions. His only Objective is to ensure progress towards goals. He is so Goal focused that he can ignore himself in the process. He gets alerted when he hears drastically different ideas. He looks at them as opportunities to find new ways to the goals of the organisation. 

03.  Confidence in own abilities: This Leader is absolutely confident of his own abilities. He knows he can raise over anything to give a good direction to his team. He knows he can transform himself in to that missing puzzle piece to complete the puzzle. 

04.  Ability to learn on his feet: One very important quality of this type of Leader is that he can learn very actively on his feet. He is capable of Learning continuously towards the Goals of the Company. 

05.  Basic trust in Human ability: This type of Leader adapts a Growth Mindset. He believes that People around him are capable and if they do not know something they can learn. He enables them to learn and succeed. As he believes in their abilities, they deliver with their abilities. 

I call this an ‘Enabling Leadership’ style. Leaders need to raise up to this Leadership Style. Leaders normally evolve in to this type of Leadership Style over a period of time. 

For the journey to begin, one has to know and accept that this higher plane of Leadership that exists. Then the creative tension may set in. 

END

Ram is the Head – Sales & Marketing for the company and he is in the Weekly review with Manufacturing head. The other functional heads are also there in the meeting. Ram is struggling to get the commitment from Manufacturing head for the deliveries that need to happen in the next week. 

Individual Problems and Collective Suffering

The Problems of the Manufacturing Head seems to be unending. There are several Part shortages on a daily basis as the Customer demand is going up without notice. There are Quality problems in the New Products introduced and the Process is not yet stabilized for a big number of Products introduced in to the Manufacturing in the past 6 months. The Machines are having higher break down hours as the Preventive Maintenance is not happening regularly. The list is long. 

The Quality Head, Materials Head, Engineering Head spoke about their own problems. All the Problems sound genuine. No one seems to have a good solution with some time lines to implement. The Weekly meeting ended with a few arguments, blaming each other and without a proper solution to the problems on hand. 

This is a very common situation in many Manufacturing Companies that I have seen. These weekly meetings go on without end and normally gives the same output as explained above. 

What is the solution?

How to ensure a good team work happens in the company and the Customer is serviced much better?

I think the Root cause lies in the way the Manufacturing Companies are Operating. We seem to be pushing the Functional teams away from each other and this is resulting in lack of team work and lack of respect to the internal Customers and bad service to the external customers. 

There are five essentials to ensuring good Customer orientation in the company and promote Team work in the company.

01.  Stabilize the Routine: If the Routine is well defined and stable, the teams will have less flash points. The Routine in each function has to be defined in terms of Standard Operating Procedures (SOPs). This is a continuous journey for Indian Companies as the growth is higher in our companies and things keep changing on the ground every day. A Company should recognize this need and put effort on stabilizing the routine. 

02.  CFT Culture: The Cross functional Team culture has to be promoted in the Company. Some critical elements in the CFT Culture :

a.     Goal deployment: Goals that have to be achieved together have to be deployed to ALL the relevant team members across the functions. 

b.     Working methodology: The CFTs should have a strong Work ethic and methodology. The methodology should promote a systematic achievement of Goals.

c.     Peer assessment: The team members have to be assessed by the Peers in addition to the Bosses. Peer assessment is very powerful and a Group assessment technique has to be used for this purpose.  

d.     Internal Customer rating: The company can promote the culture of rating by Internal Customers for all the Internal suppliers. This way the Internal Suppliers will get periodic feedback from the Internal Customers and they will have to act upon it. 

e.     Process based teams: It would be good to seat the teams as per the Process. For example, the team that fulfills the orders of the Customers can sit together in one place. This team may consist of members from Sales, Purchase , Stores, Dispatch etc. This will ensure that the team understands each other and gets formed as a ‘real team’. 

03.  Functional orientation of Senior Leaders: The Senior Leaders are one of the main reasons why the Silos gets built up in the Companies. The attachment of the Senior Leaders to their teams and to their own Functional Points of view is a big issue. Functional point of view is important. But, the administrative point of view is a daily issue in any company without which the result will not happen. The role of the Senior leaders is to build Functional Competence in the Company. They should allow their team members to work along with the other Functional team members freely. The Senior Leaders should play a subtle role at the back ground to build the Functional excellence. The teams are more than capable of achieving the goals of the Company. If they play their teams too close to their chest, they would be doing a disservice to the company. 

The Leaders of the Company have to build this work culture in the Company. The Senior Leaders may need some help in this aspect. 

04.  Training as teams: If the Cross Functional Teams have to stick together and work together, they have to be treated as teams in every sense. They have to be trained in Leadership skills together as a team. While they may learn Functional skills individually, they have to be brought together as a team for teaching Leadership Skills. This would help in building them as a team. The Training should encourage talking about the working methodology of the team.

05.  Assessment and Rewards: The Cross Functional Teams should get assessed as Teams and a good part of the reward has to be given as a team. This would push the team members together. They earn as a team or lose as a team. 

A company has to learn the art of getting results from their teams. They can speed up their learning if they go about it in a systematic manner as explained.

END

Whenever I hear the term ‘Time management’, it comes to my mind that we cannot Manage time. It keeps slipping away whether we do something or not. We can only Manage our work better. But, let us keep with this popular term for this article. 

Time Management is a serious problem for almost ALL Managers in the Indian Industry. Some would have realized it and many others may not even realize that they are not using their time well. The Managers that I have come across come in to the following few categories. 

Firefighters: These are the Managers who are forever putting off some fire. You can find many of them in Automotive industry. These Managers come early and go late (if they go home). Their Children see them rarely as they go to company even on a Sunday as they can ‘work peacefully’ on a Sunday. Many of them have got addicted to it. They keep telling whoever can listen that they are working for 18 hours a day and so on. The Firefighters do not even worry about Time Management. They have given up long back and now they just go with the wind. In most of the cases, their companies also have given up that ‘some Managers have to be dedicated to the fire fighting’. There is no fight back at all.

Minimalists: These are the Managers who may be in Discrete Manufacturing Companies. These Minimalists do not believe in taking up too much agenda on to their plate. Whatever is put on their plate by their Bosses will be handled forever. They are in no hurry to finish anything. They do not see any need for Time Management as they do not want to ‘hurry’ anything. Their Companies also have come to believe that nothing should be ‘hurried’. Whenever I took up this issue with these Managers, I have seen that their Managing Director defends them !! The belief that they should not ‘hurry’ is quite deep !! 

Trouble Shooters: These are the guys who love the adrenalin rush. Whenever there is trouble, these people are called. They are handling an emergency forever! If one emergency is over, they look for the next one. They feel Time Management is not for their type of work. 

Boss Pleaser: This Manager will do only things that are asked by the Boss. He will never take up any agenda without Boss asking him to do. They will complete it as the Boss asks them to. They are not managing their Time. Their Boss may be managing it, if at all. 

Timid Manager: These are pushed around by just about everyone in the company. They are the people who would be going around with an expression of ‘carrying the world’. Always hunched and always under strain. They just don’t have time to manage time! 

There may be a very small percentage of Managers who are trying to manage their time and push a particular agenda of their own. I find this type of Managers to be a very small minority in the Industry.

What are the effects of not managing your time wisely?

When there is no concept of managing your work and managing time, only the Urgent and Important gets done. If you look at the Time Matrix, the First quadrant is the one that you would give attention to. By default you would wait for everything to come to First Quadrant to attend to it. 

So, there is no proactive approach. You would become thoroughly reactive. You would be acting in the last minute for everything. If you are still keeping your Customers happy, then you would be spending disproportionate resources to keep your Customers happy. While the Business would be growing, your profit will become lesser and lesser as you are becoming more and more inefficient. 

An organization can loose Top line opportunities / Bottom line in this situation. But, very often there will be no awareness of this and many Indian Companies are accepting that this is a ‘normal Business situation’. This is more worrying factor !! 

What can be done?

Bad Time Management and Bad Work Management Is a Symptom and this is not the root cause. The Root cause lies in the way the Business Is run. The way the employees manage their Work. 

01.  Work Management System: Create an environment of Employees taking responsibility and are made accountable. When every Employee takes responsibility for his/her work, then the environment would be amenable for better Work Management / Time Management. This can be achieved by introducing a Work Management System (WMS) where the Organizational Goals would be deployed to the entire organization in a systematic manner and reviews are done in a systematic manner. Every employee is expected to take responsibility for his/her KPIs and they are expected to take Corrective and Preventive actions when they don’t meet targets. 

Addressing this overall environment issue is very much essential to ensure your team is managing their work diligently. Without addressing this Root cause, you can not solve the problem.

02.  Promote Planning: Once the goals are clearly given to the employees, the Company needs to promote Planning in the company. There have to be Annual Planning for achieving the goals. There has to be Quarterly Planning to make Annual Plan a reality. The Quarterly plans have to be translated in to Monthly / Weekly plans. Each week every Manager has to spend some time to review his last week and plan for the next week on a daily basis. There may be something that comes to everyone without planning. There will be Quadrant 1 activity. ‘Urgent and Important’. But, as you keep up with your Planning, the Quadrant 1 will reduce and Quadrant 2 will increase. The Planning should help us keep the focus on ‘what needs to be done’. Initially our success may be small. But, an Organization has to persist to help their Managers to get a hold on the Work Management / Time Management. 

03.  Measure your Time usage: To improve something, you need to measure it. You can measure your Time usage with two Metrics:

a.     Proportion of time that you are able to plan: If you are at the work for 8 hours, are you able to plan for full 8 hours? I would recommend that you should try to plan as much proportion of your time as possible. If you want to keep yourself open to helping your colleagues, you don’t want to plan for sometime, then don’t push yourself to achieve 100%. But, try to take control of 100% of your time. 

b.     Success rate in sticking to the plan: You may be able to plan for 100% of your time. But, you may not be able to work as per plan. When you just start off the improvement effort, your success rate would be small. But, you have to persist to ensure you improve your Success rate. 

Every Manager should review these two Metrics every week. Every Boss should spend some time with his Team reviewing this and helping them to take more control of their work. 

Indian Companies are losing a lot of opportunities to improve their top line and bottom line as their Managers do not have control of their work/time. 

The first step to regaining control is to put a ‘Work Management System’ in place. 

END

Vithal is sitting near the table of his younger colleague Shyam for last half hour waiting for Shyam to finish the Power Point that Vithal would be presenting in the Monthly review. Vithal never managed to learn Power Point very well. He says he had been trying for the past few years. But, somehow not able to learn all the nuances needed to put out a good presentation. The frustrated Boss of Vithal put him on to Shyam- a youngster so that Vithal will not be an odd man out in the monthly review.  Vithal had been in the company for the past 22 years. 

You would have seen people like Vithal and with some similar qualities in your companies. People who had been there in the company for long long time and somehow fell behind in skill improvement and a few other areas. 

The Stagnant Water

Majority of ‘Vithals’ in the industry would have become ancient and stuck at a particular level in the organization without further promotions. Every year when the Performance appraisal comes in, the ‘Vithals’ are wonderful staple for the ‘Solid citizens / Meets Expectations’ category. Sometimes a frustrated Manager may push them to the ‘Below Expectations’ category too. But, somehow with their ‘connections’ in the company they will survive without being pushed out. 

It is not uncommon to see some of these ‘Vithals’ being asked to go too.

Many a times, the young Managers who come in to the Company find it very difficult to manage the ‘Vithals’. The age is a factor. Then, the ‘Vithals’ feel they have been in the company for a long time and the young Managers are ‘Bachas’ (Children) who don’t know what is what. 

Very often the ‘Vithals’ hold on to their knowledge, do not share it and use it as a weapon to proclaim their relevance in the organization. The Young Managers may find it difficult to fight them. So, very often they succumb to them and carry them on their shoulders. There may also be cases where the Young Managers struggle with them for some time and then manage to push them to another department and get rid of the trouble! 

Should we purge the ‘Old Timers’ ?

Should organizations get rid of the Old Timers? Should we prescribe a time limit for the people to stay in the organization? 

As I am talking about the Manufacturing Organizations right now, I feel it is very unwise to put a Time limit for people to stay in the organization or purge the old timers. 

The strength of a Manufacturing Organization is its’ people. People who had been in the organization for longer time would have accumulated a lot of experience in the organization and they are priceless if used properly. The Organizational experience in manufacturing the Products is invaluable. Companies become much better at their products with experience. They build great relationships with Customers over years. They give wonderful after sales service with the help of the experience. All this experience in most cases reside in the people in the Organization. 

How can we get rid of these people who are repositories of knowledge?

If we say these people have become outdated / worthless and a burden for the organization, then it reflects on the Organization. Not so much on the people who are products of the Organization. 

Developing the Old Timers

How do we prevent this from happening? How do we help the Old timers / Long Timers in the company to continually develop themselves?

A few essentials:

01.  Formulate Systems and don’t depend on the people: Periodically the Companies should formulate systems in each function and don’t just depend on the knowledge of the people in the function. This may sound counter to the argument that we should preserve the old timers. We should never let people get stuck in one area. Water should flow continuously. You know what happens when water does not flow and gets stagnated. It stinks!! Same thing happens to people who are stuck in one place for long time. When the organization is not dependent on the people, they will look to learning something new. Otherwise the Organization becomes comfortable in same people doing the same thing as they don’t have to teach anyone else. People become comfortable as they don’t have to learn anything new. Then, it starts stinking. Downloading the knowledge of people and making them in to systems periodically helps both the organization and the individual. 

02.  Rotate People periodically: Rotate the people in to different functions periodically after you build the Systems in each of the functions. If you do it without having strong systems, then the organization will get in to trouble as the new person will start doing things in his / her own way. 

03.  Grow the People in to new roles: How many companies have a strong system for growing people? Growth is a two way street. Employees should participate actively. But, I would put the onus on the organization to make this happen. There should be Developmental initiatives to grow people. I have not seen many companies focused on this. Some wonderful exceptions are there who focus on medium term development of people. 

04.  Expose the people to companies outside:You can do this by periodic visit to other Bench mark companies. You can take people to companies on a paid tour that are arranged by companies across the world. You can visit companies in Japan/ USA / Europe to show how World class companies work. Nothing better than actually looking at things working. 

05.  Have a growth agenda in the company:A company that is not having energy within  and not having an agenda for Growth will not be having people who are energetic! A Company should always have Growth Agenda and should create some energy in the Organization. 

A Company needs to have higher expectations from itself, from its’ people and enable Growth of the Company and the People. If People are becoming worthless by staying long in the Company, then it reflects on the Company and its’ Leadership ! 

While a Company can manage its ’Old timers’, how can the Young Managers manage the ‘Old Timers’ who are not highly skilled and who have become ‘heavy’ for them to carry them? 

The Old Timers have to be moved to start Learning something new. That is our objective. ‘A moving stream of water’ is  our objective. We don’t want water to stagnate and stink. 

01.  Look for what is good:When people stay in a company for a long time, they will accumulate something good. There may be something that you don’t like. But, what do the Old timers have that is good? Recognize it , Use it   and appreciate it. Only then you gain a right to point out to something that is not there. Many a times the old timers have good knowledge of the Products / Processes in the Company. You can ‘Down load’ it from them and make them in to ‘E-Learning’ Lessons that can be useful for the whole organization. The Old Timers can be the center piece for the Knowledge Management System in a company. 

02.  Give genuine respect:Experience is traditionally respected in our culture. We bow to people who are aged and experienced. Honor this tradition in your company genuinely. These are principles and should be followed strictly. 

03.  Expose them to new areas:The Old Timers can get a ‘New Comer’ feeling if they are put in an unfamiliar territory within the Organization. But, this should be tried only after you use their experience. Otherwise they would get a feeling that they are worthless and being shunted around.  We want people around to feel good about themselves. We don’t want them to feel they are worthless. A Mature Leader would agree with this approach. 

04.  Give them higher responsibility:Let them handle a few areas by themselves as they are experienced. They may fail. But ,that is the way to make them move. By putting your trust in them, you would be showing your good will. If they fail, they will ‘feel’ about it. A Creative tension would start within them to ‘Grow’. Put your Trust in the ‘human nature’.

05.  Earn their respect:The Young Manager should not look to bossing over the Old timer due to his/her designation only. The Young Manager should earn the respect of people around him/her with his/her work culture that may be biased towards action. 

06.  Team feedback:It would be good to let the team give the feedback to each other. If there are 10 people in a team, each person should get a feedback from the other 9 on Commitment, Coordination and Cooperation. Peer feedback is very powerful. If the person feels that only his/her boss is not happy with him/her, the Corrective action may not be strong. But, if he/she knows that 7 out of 9 people are asking him/her to change, then you have a better chance. 

07.  Don’t make it ‘we vs them’:Unknowingly ,the Managers may push the Old Timers in to one group making it more difficult to themselves. Partner with the Old Timers genuinely and as you may do with anyone else. Do not create groups in the organization with your actions. 

I feel the Old Timers in a Manufacturing Company are very valuable and every Company should manage them actively. 

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In a Manufacturing Company, Problems are a day to day normal. Every Company would have Process problems, Product problems , People problems. The first two, Process and Product Problems are the ones we are addressing in this short Article.  

Living with the Problems

I have observed in companies that the same Process and Product Problems exist for a very long time. Various groups of Managers would have claimed victory over these problems and yet somehow the same problems exist forever. An Entrepreneur who would have been there for a long time in the organization would have seen that the problems are as old as him/her in the organization. 

I also notice that most of the Managers / Engineers are simply not equipped with the Problem solving abilities. I understand that the Engineers are not taught any Problem solving methodology in their Engineering course. They do not have any theoretical knowledge of the Problem solving. 

In Automotive Industry the Problem solving is better evolved. The Engineers / Managers in the Automotive Industry would have been taught some Problem Solving methodology. But, again my observation is that very small percentage of these Engineers / Managers would have learnt how to solve problems in a systematic manner. I would put this percentage at about 5%. 

It is very important that each of the Engineers in Manufacturing Companies, learn how to solve Problems. This is the most fundamental skill that is needed in this industry. Every Manufacturing Company should create Problem Solving Ninjas in their company. 

How do you create a group of Problem Solving Ninjas in your company?A few steps can be followed:

01.  Select a Problem Solving Methodology: There are several Problem Solving methodologies available. Eg. 8D, QC Story etc. A Company can formulate their own methodology borrowing good practices from all formal Methodologies that are available today. A Company should have a formal Problem Solving methodology and the process of it should be written down in detail. 

02.  Formulate an E-Learning Lesson to teach your Problem Solving Methodology: To teach the methodology in a uniform manner and to test the Trainees, an E-Learning lesson can be very useful. A E-Learning lesson has to be produced well. It requires experts to do this. It has to be used along with Physical Projects with Certified trainers within the company. When you start on this journey, you may use outside agency to train the Trainers. 

03.  Certify the Trainees: Define the Proficiency levels that are needed for Engineers / Managers in various functions. Train the Trainees in theory. Every Trainee should carry out a physical project in the correct methodology. The Physical Project has to be evaluated by experts from outside. This is essential to ensure the quality of the Problem solving Ninjas. On the basis of the Theoretical knowledge and Practical knowledge in terms of solving actual problems, the Trainees are certified. 

04.  Regular Problem solving:The Trainees should be allotted problems continuously and they should be guided to solve problems. Only this will ensure they learn the Problem solving deeply.  

05.  Problem solving app:It will be good to develop a ‘Problem Solving App’ that will have all the Problems in the company and that will allot the problems to various Problem Solvers continuously. This App should also monitor the stages of the Problem solving and follow up with the Trainees. 

06.  Keep improving the methodology regularly: Majority of the Problems in a Manufacturing Company are simple and do not need advanced tools. But, a small percentage of the problems would need Statistical tools like DOE, Regression Equations and so on. The Problem Solving methodology has to be continuously improved with these advanced tools. The Certification has to be upgraded for these additional tools. 

07.  Giving high importance to Problem solving: A Company should give high importance to the Problem solving and the importance should be reflected in the Performance Management System in a company. Employees who are ‘Problem Solving Ninjas’ should be rewarded. 

A Company that is able to solve the Product / Process Problems can progress very well in satisfying the customer needs. A Company that can keep upgrading its’ ability to satisfy the ever increasing demands of the Customer would obviously progress well in the Business. 

Develop Problem Solving Ninjas in your Company!! 

END